6 Employee Onboarding Tips

In a previous post “Make Your Employee Onboarding an Engaging Success” I shared the strategy behind why onboarding programs are necessary. In this post, I am taking those strategies and listing six tips to make onboarding effective in your organization.

Whether you are the HR Manager or the employee’s manager, you play a significant role in the onboarding process of a new employee; turning them into a productive team member as quickly as possible. To help you succeed, read through the tips below and learn more about starting your new employee off on the right foot!

ROLL OUT THE WELCOME MAT – Your new hire should be treated like they are a valued team member from day one. Assign a peer to take the employee on a tour of their department, introducing them to co-workers they will be working with and how to navigate the building. Allowing an employee to be comfortable in their environment will make it easier for them to settle into their new position.

INSPIRE PRIDE – Consider the logistical aspects of preparing the new hire, such as their work area, technology, voice mail, etc. If a new employee finds their new workspace covered with boxes and being without voice mail or a computer for a week, it doesn’t send the right message. Be prepared ahead of time and the employee will feel valued and not a hindrance.

GET THEM ENGAGED – One of the most important objectives of the onboarding process is to get a new employee engaged – i.e. to feel part of your company and care about helping your business succeed. Communicating clearly and using everyday language is key; sharing stories that capture the company’s mission and vision, culture, and how employees make it all possible, makes their onboarding experience program more engaging and inspirational.

THE LITTLE PICTURE - Employees need to know how their jobs -- and how doing their jobs well -- make the mission and vision possible. Show how their “Little Picture” directly impacts the “Big Picture,” by sharing examples of employees making a difference or overcoming challenges for the betterment of the company.

CLICK HERE FOR INFORMATION – The more you can make information self-serve when it’s needed, the more comfortable and secure employees will feel. Having the necessary tools to do a good job is critical. Supply them with an information guide or even a phone directory; anything that can assist them if someone is not around. They don’t have to remember everything, but knowing where to find an answer creates a competent and empowered employee. Their answer could be just a click away!

RECOGNIZE – Did they do something great? Maybe they reach a one, three, six or nine-month milestone of employment. Don’t keep it a secret, share it with the team and recognize it! Recognition, no matter the size, can go a long way in letting an employee know they are appreciated and valued.

It is important to keep the momentum you have started going. Onboarding shouldn’t stop after the first day or the first month. Here are few ideas to keep you going full steam ahead:

ASSIGN A MENTOR - Pick a seasoned and star employee who knows the ropes and pair them with the new hire. Having a mentor allows the new employee to become comfortable in their role; not to mention, providing professional development opportunities for current employees.

SCHEDULE ONE ON ONE TIME – A new employee needs to know how they are progressing and what direction to go. These meetings can be informal, weekly or monthly, allowing you and the new employee to discuss goals and progress.

Having a new employee join your team is exciting, but in today’s busy workplace it can also be hectic if there is no preparation. By taking the time to prepare, your new employee will become a productive member of the team in no time!